You may want to catch up by reading yesterday's post as it provides important background information on this topic.
Much of what I said yesterday is known to most of us intuitively. In fact, the letter I published a few weeks ago in Workpuzzle said it well:
"2) Everyone Deserves The Truth – Even if the truth is that someone is not a good fit for their job, everyone deserves to be told the truth. The truth avoids misperceptions, misunderstandings and a host of problems. To be successful, you simply have to tell the truth – everyday to everybody. The truth is the ticket to the dance.
3) People Need A Goal Bigger Than Themselves – Effective people don’t want a job, they want a goal that’s just a little bit impossible (vision). They want a leader who can paint the picture of how to get there (direction). They want a leader who will be honest enough to tell them they are off track (feedback). And they want a leader who, when the goal is achieved, remembers to say, ‘Unbelievable – What you just did was impossible. No one will ever be able to take that experience away from you’ (recognition).
4) Don’t Be Confused by Reality – In reality there is never enough time, money or manpower. The competition is always stronger and the customers are always too reluctant. Anyone can understand reality... Companies need people who will willingly sign-up to produce impossible results without sufficient resources..."
With our current economic state as it is, the above advice will need to be heeded by companies undergoing increased tightening if they hope to rise to the top of the next economic wave.
Why do we resist thinking this way? Why do we resist demanding the retention of only A and B level employees? We resist it because we have unwarranted and inappropriate pity for people who are obviously not a good fit for their job. This isn't fair to the organization, the customers and more than anyone, it isn't fair to the individual in question.
I belong to a high-end health club that employs a young man who might actually be able to qualify for Social Security Disability due to mental challenges. Instead, he is by far, the most outstanding locker room attendant in the club. I know for a fact that this club places a high value on customer service and measures several related behaviors, such as remembering members' names and greeting them accordingly. This young man does it, and does it well! Without fail, he says "Hi Dave...What's up Dave?" every time I set foot in the locker room.
By demanding measurable accountability, we attribute value to a person's capacity to achieve and contribute. It is, however, crucial to then acknowledge effort applied by employees toward set goals.
Be patient with yourself and your employees. "It takes time to succeed because success is merely the natural reward of taking time to do anything well." (Joseph Ross)
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